The Executive Ladder

Don't be the boss you hate! (Part 2)

If your team can’t get meet the established objectives, your days as a leader are numbered.  It would be great if your employees came to work each day, happy, ready to work, and performing at their highest level, but this usually isn’t the case.  Your job, as a leader, is to get a group of diverse professionals to work together to achieve a common goal – regardless of the obstacles you face. 

The following steps can be implemented immediately.  They should not require approval from higher up, any additional resources, or training on your part.  This is not one hundred ways to motivate your employees.  While those suggestions are certainly helpful, your employees aren’t going to produce great results because you bought them a cake on their employment anniversary.  They need a strong leader who will provide support and guidance.  What you can expect to see in return is a team of employees who produce consistent, positive results.  And that, is good for your career.

1. Acknowledge the value that your employee’s provide to the organization.  Every job in the company adds value.  For any job you think holds little value, consider what would happen if no one performed those duties. 
2. Treat your employees with respect. This should be obvious, but unfortunately, it needs to be said.  Criticism is expected at work, but it should always be given constructively and at an appropriate time – never in front of others.  Also, remember to recognize your employee’s accomplishments and not just their mistakes. 
3. Communicate clear expectations.  Every employee needs to understand exactly what is expected of them from the start.  If you don’t have a formal performance appraisal process in place, establish and communicate your expectations and the affect their performance will have on their salary, as well as opportunities for advancement. 
4. Create a plan for improvement. Once your expectations have been communicated, give your employee’s the support that they need to achieve their goals.  Give regular feedback do that your employees know where they are performing well and where they need improvement.  For those areas needing improvement, create a development plan, together with your employee, outlining specific steps they can take to improve their performance.  A great time to do this is immediately following a performance appraisal or as soon as you notice that they aren’t meeting expectations.
5. Remove roadblocks.  Occasionally, your employees will encounter roadblocks that hinder their ability to get the job done well.  Do what you can to remove these barriers or help them find an alternative solution to the problem so they can focus on meeting their goals.
6. Model the behaviors you want to see in your employees.  Your attitude and behavior set an example for those you lead.  Is your work ethic lacking?  Do you view deadlines as flexible?  Your employees will look to you when there is a question as to what is most important.  Hold yourself to high standards and your employees will follow.
7. Take a genuine interest in your employee’s professional goals. High-potential employees often have ambitious goals.  Encourage them to develop their skills and gain new experiences that will help them advance their careers.
8. Encourage teamwork. I don’t know much about basketball, but I do know this – if one or two players are trying to make all the shots on their own, they won’t score as many points as a team who works together.  As a leader, you will be judged on the performance of your team, not just one or two players.  Remind everyone that you are first and foremost, a team.  Each person will get an opportunity to stand out if they leverage their talents and work together. 
9. Remember that your employees have a personal life.  While there are times that it may be necessary for work to encroach on your personal life, try not to make it a habit.  Everyone needs time away to recharge their batteries, spend time with people they care about and attend to personal matters.  This time off will allow your employees to give their full attention to getting results when they are at work. 
10. Weed out the non-performers. We all deserve to be successful at work. If you have implemented the suggestions above and you still have employees who are not performing up to par – it’s time to have a candid conversation with them about their future. Is this really where they want to be? If they are committed to this career path, put them on a performance improvement plan and coach them through their development. If not, help them determine where their strengths can be of value, within or outside of the organization.

Don’t be the boss you hate! (Part 1)

Everyone has had at least one bad manager.  Personally, I’ve had three – they were all a disaster in their own unique way.  Apparently, I wasn’t the only one to notice because eventually their career path took an unscheduled detour or came to a screeching halt. 

In order for your career to continue to grow, you must demonstrate effective leadership skills.  Organizations are finally beginning to realize that soft skills are just as important as technical skills and therefore, are placing more emphasis on developing and rewarding effective leaders.

For the purpose of this article, I am defining an effective leader as someone who:

• Hires top talent
• Gets consistent, positive results from their employees
• Takes an active role in the development of their team

A leader who is effective in these areas should experience less turnover, consistently meet or achieve their department’s performance goals, and be considered to take on positions of greater importance.

Hiring Top Talent

The responsibility of recruiting high-potential candidates doesn’t fall solely on the shoulders of your recruiter.  There are many ways that you can enhance their efforts to attract the most sought after candidates.  Recruiting shouldn’t be reactive – performed only when you have an opening on your team.  It should be an ongoing activity so that your pipeline of candidates is full and you can start interviewing shortly after a need has been established.  Follow these tips to make the most of your efforts:

1. Look to your existing employees for a promotional opportunity, first.  You should always look within the organization before you consider external candidates.  Reward employees who are actively developing their skills and are loyal to the company.  Is there someone who is ready to take on new responsibilities?

2. If you are an active member of your professional community, start building a rapport with prospective candidates.  Recruiting is a lot like marketing – the more positive contact you have with prospects, the more receptive they will be to talking to you about making a move to your organization.  Keep in contact with those you would like to have on your team one day.

3. Build a reputation as a strong leader.  This is one of those times when you want your reputation to precede you.  If you are known for being a great leader, candidates will want to work for you.  Year after year, “lack of opportunity” is cited as one of the main reasons for employee turnover.  Judicious candidates know that their manager can make or break that opportunity and they make their decisions accordingly.

4. Don’t be intimidated by dynamic, high-potential candidates.  I’ve seen many hiring managers pass over candidates because they were intimidated by their ambition.  Instead of worrying about someone taking over your job (if this is an issue, you’ve got bigger problems to worry about), think about who could potentially replace you when you move on to a bigger role.

5. Avoid the temptation of hiring someone just like you.  It’s great when you have a connection with a candidate, but try to remember that you aren’t hiring someone to be your friend.  Instead, look for someone who will complement your team’s strengths and weaknesses. 

6. Select candidates who are passionate about their work.  Passion is difficult to ascertain during an interview.  However, there are signs you can look for and questions you can ask to better determine if this is someone who is passionate about their work.
   • Does their education and work history consist of positions that build on each other, demonstrating knowledge in their field and a desire for growth? Or, have they bounced around with little direction?
   • Are they actively involved in their professional community?  Do they take advantage of opportunities to develop new skills?
   • Find out why they chose to get into this particular line of work.
   • Make a note of their specific professional goals.  “To be working in a position that utilizes my skills or to be a manager” doesn’t cut it.  Is it just about the money or are they looking for growth or meaning in their work?
   • Find out what aspect of their job they enjoy most. 

7. Stop settling for mediocrity.  Don’t be afraid to hold off on making a selection decision until you have the right candidate.  Get creative in the way you manage your employee shortage.  Consider redistributing the duties on your team and hiring a temporary administrative employee to take up the slack.  This is a great time for your employees gain additional experience.